Unit 11 Motivation

Book Code MB 0027(HRM)

Smita Choudhary Faculty HR & OB

SMU Learning Centre, Alwar LC Code 03034

Successful motivation involves:

Getting people to do what you want them to do When you want them to do it The way you want them to do it Because they want to do it

Desire to be an achiever.

Retained Motivation is the key to finishing your race with success

Do you not know that those who run in a race all run, but one receives the prize? Run in such a way that you may obtain it.

Motivation through personal growth benefits

Some people simply desire to grow or mature and they are motivated by the personal benefits

Motivation through team spirit and loyalty

Five of you shall chase a hundred, and a hundred of you shall put ten thousand to fight; your enemies shall fall by the sword before you.

Contents
Introduction Concepts of motivation Theories of motivation Employees and motivation Motivation techniques Distinction between morale and motivation

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What is Motivation
In general we can say that Motivation is a phenomenon which helps in understanding human behavior. The term motivation is derived from the Latin word movere, which means to move. Motivation is defined as the set of forces that cause people to behave in certain ways. Stephen P Robbins defines motivation as The willingness to exert high levels of effort towards Organizational goals, conditioned by the effort s ability to satisfy some individual need. Motivation consists of three interacting and interdependent elementsneeds, drives and goals.
The set of forces that cause people to behave in a certain way (Steers & Porter, 1991
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Introduction
The study of human motivation is important in any theory of motivation. Man is an organic system and not the mechanical one. The inputs of energy like food and water are converted to outputs of behavior. Management s job is to create and maintain an environment for individuals working together to achieve common objectives. Therefore, a manager must know what motivates people.

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Learning Objectives
After studying this unit, you will be able to Understand motivation and its concepts Understand theoretical framework for workplace environment Understand how theoretical framework for workplace environment is linked to employee morale.

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Concept of Motivation
Individuals must be motivated to achieve the desired level of performance. Knowledge of motivational process helps to understand why people do what they do. Motivation is positively related to the concepts of
Level of aspiration Degree of commitment Inclination towards action

Motivation helps to change a person s ability to do into the will to do .

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Definitions of Motivation
Motivation is the act of stimulating someone to get a desired course of action. ---- Michael Jucius Motivation means the phenomena involved in the operations of incentives and drives. ---- James Drive Motivation is the process (a) of arousing or initiating behavior, (b) of sustaining an activity in progress, and (c) of channeling of activity in the given course. ---- P.T. Young

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 A person performance depends on his skill and motivation. Performance = Skill * Motivation Laboratory experiments have proved that other things being equal, performance level is higher if motivation level is higher. Motivation can be understood by understanding the meaning and relationship between needs, drives and goals.

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Motivation Cycle
NEEDS (Deprivation)
Physiological / Psychological Deficiency

GOALS
Achieves a particular goal

DRIVES (Deprivation with direction)

(Reduction of drives)

Individual Behaves in a certain manner

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 Needs: The one word definition of a need is efficiency. Needs are created when there is a physiological or psychological imbalance. For example, a need exists when human body is deprived of food and water or when human beings are deprived of their friends. Drives: Drives are set up to lessen needs. A drive is defined as a deficiency with direction. Drives provide a push towards achieving goals. The examples of the needs for food and water are converted to hunger and thirst drives, and the need for friends become drive for affiliation. Goals: Goals are at the end of the motivation cycle. A goal lessens a need and reduces a drive.

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Theories of Motivation
Many theories have been proposed to explain people s behavior. These theories explain human motivation through human needs and human nature. Important theories of motivation are Maslow s Need Hierarchy Theory McGregor s Theory X and Theory Y Herzberg and et all's Motivation-Hygiene Theory

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Maslow s Need Hierarchy Theory

According to Maslow, an individual s motivation depends on the order of needs that he wants to satisfy. His model of Hierarchy of Needs indicates the following aspects of human behavior. Physiological needs Safety needs Social needs Esteem needs Self-actualization needs

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Maslow s Hierarchy of Needs

Self

Be where you want to be

Esteem

Need for respect from others

Social

Need to be in a group, be loved

Safety

Need for stability and consistency

Physiological

Basic needs like food, water

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1.Physiological Needs These are the basic needs of food, thirst, shelter and companionship. These needs are independent of each other. They are cyclic, i.e. satisfied for a very short period. They reappear after a certain time period. 2.Safety Needs After satisfying physiological needs, needs for protection against danger and threats arise. 3.Social Needs After satisfying the physiological and safety needs, need for love and affection and belongingness arise. An individual wants friendly relationships with people and wants to have a respected place in the society.
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4.Esteem Needs Everyone has a need for self-respect. This produces the desire for strength, confidence, prestige, recognition and appreciation. These needs are rarely fully satisfied. 5.Self-actualization Needs The term self-actualization was coined by Kurt Goldstein and means, to become what one is good at. A person may achieve self-actualization in being the ideal fitter, supervisor, mother or an artist.

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Theory X and Theory Y

The quality of an organization depends on the belief of the management on how to control its human resources. Professor Douglas McGregor proposed two opposite sets of assumptions about employees. They are represented by Theory X and Theory Y. Theory X is based on traditional beliefs while Theory Y is based on researches in behavioral science concerned with modern social views on man at work.

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Assumptions of Theory X----- It implies that the supervisor has a low opinion of the workers and has low expectations fro his workers. These beliefs reduce supervisor s effort to improve work satisfaction. Workers feel that work is very unpleasant. Management assumes that employees are lazy and try to avoid work. Workers need close supervision while they are on work. Workers give high priority to security and show little ambition. Theory X assumes that lower order needs lead people.

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Assumptions of Theory Y------ Management assumes that employees may be ambitious, selfmotivated, accept greater responsibility and are selfcontrolled and self-directed. Employees enjoy their work. If given a chance, employees want to be creative. Productivity increases when employees are given freedom to work without bounding them by rules. Theory Y assumes that higher order needs lead people. It implies that on the job satisfaction is necessary.

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Herzberg et all's Motivation Hygiene Theory

According to Herzberg and his associates one group of needs consisting of supervision, working conditions, interpersonal relations, salary, status, job security, and personal life are only dissatisfiers and not motivators. They do not lead to motivation but their absence results in dissatisfaction. Hence, their presence is essential. These are known as maintenance or hygiene factors. The second group of needs consist of achievement, recognition, challenging work, advancement, and growth in the job. Their presence will give satisfaction. These are known as job content factors and are real motivators.
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Herzberg s Two-Factor Theory

Hygiene Factors Motivational Factors

Company policies Quality of supervision Relations with others Personal life Rate of pay Job security Working conditions

Achievement Career advancement Personal growth Job interest Recognition Responsibility

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Classes of Motivators
Motivators may be financial or non-financial. Non-financial motivators may be individual, group, or company. Individual motivators are people s basic needs like food, shelter, clothing, etc. Stimuli that arise due to social interactions are also good motivators.

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Employees and Motivation

Neither direct pressure nor good treatment can motivate employees to do a job satisfactorily. Factors to be used as guidelines for motivating people are People are motivated by themselves and are rarely directly motivated by other people. So, there should be no direct manipulation, instead an atmosphere should be created that will help individual to greater achievement. Motivation of people depends on their image of themselves. A person s psychological needs affect his self-image. Achievement is always a result of motivation.

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Suggestions for developing an atmosphere that is favorable to motivation:

Establish clear objectives and standards. Evaluate a person s progress against these standards. Discuss the progress with him and help him to make necessary adjustments. Take corrective action when necessary. Use rewards when results are good. Encourage and appreciate excellence among people. Keep your expectations according to the person s capacity. Assign intermediate goals so that the person gets a feeling of achievement. Give difficult challenges occasionally. Make him understand the organization s total goals and what he is contributing.

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Motivation Techniques
According to Michael Jucius, motivating employees consists of two parts:
What is to be done? (Steps in motivation) How and why it is to be done? (Rules regulating the steps)

The steps of motivation are 1. Size up situation requiring motivation: The first step of motivation is to identify motivational needs. All employees need motivation but their reaction to the stimuli is not same. Hence, executives have to make out how much and what kind of motivation is needed by each individual.

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2.

3.

4.

Prepare a set of motivating tools: After determining the motivational needs of individuals, specific tools of motivation to be used are selected. An executive uses his experience to decide which devices would work with what type of people. Selecting and applying the appropriate motivator: Proper application of motivational plan is important. This includes selection of suitable technique, method of application and timing and location of applications. Follow-up the results of the application: This is the last stage of motivation. The main objective is to know whether the employee has been motivated or not. If not, some other technique should be used. The secondary purpose of follow up is to evaluate motivation plans for future guidance.

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The motivation process follows certain rules which should be based on the following principles: Self-interest and motivation: Motivation is built on selfishness. Selfishness is a part of life. The aim should be learn more about selfishness. Attainability: Motivation must set achievable goals. What is set for a particular person, should be achievable

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Eight Ways To Motivate Plant Employees

According to a study conducted at manufacturing plants of General Electric Company, Sorcher and Meyer have given following ways to improve motivation of employees in routine jobs:
1.Provide assembly line employees with more than minimum training. 2.Create sub-goals to measure what has been achieved. 3.Provide regular feedback on performance. 4.Maintain neat and systematic work area. 5.At the work situation, conversation between employees should be easy or should be provision for conversation.
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6.

Increase the number of tasks performed by one employee. It provides the following advantages: The risk of errors is reduced Training costs are minimized Management can hire employees at lower wages.
Jobs should be structured so that workers can occasionally move within the work area. Physical movement can also be provided by asking employees to get their tools themselves or by adding work which requires some physical activity. Search for ways to assign greater personal responsibility. One way to increase responsibility is to ask employee to check his own work.

7.

8.

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Distinction Between Morale and Motivation

Morale and motivation are related terms but don t mean the same. Motivation is individualistic while morale is a group character. Morale is on account of many favorable attitudes and friendly atmosphere in an organization. Motivation is natural and can be improved by external factors.

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Morale and Motivation A Winning Combination

An organization achieves best results when it has both, high morale and high motivation. Some tips to improve motivation and morale in an organization are: 1. Highlight the positive. Spend time on focusing on good aspects. 2. Reward members and volunteers when their performance is better than expectation. It would make the individual feel good and encourage others. 3. Ask for input from others, get their opinions and suggestions. 4. Provide regular feedback when employees achieve something. 5. Members and volunteers should be made answerable for their performance.

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6. 7. 8. 9. 10. 11. 12. 13.

Get members and volunteers opinion about issues and decisions that affect the organization and involve them in such decisions. Give a schedule for completing the tasks. It should be flexible. Give members and volunteers information that they require to complete the task. Set up effective and user-friendly channels of communication. Tell the truth, but the manner of telling the truth should be friendly. As far as possible, use we instead of I . Always celebrate success. The mix between morale and motivation should be very careful. It can take organization and its members to great heights.

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